Why You Should Provide Feedback

Why You Should Provide Feedback to Job Seekers

Candidates are more eager than ever to receive feedback on why they were unsuccessful with your application process, thanks to the tough competition in the job market. Furthermore, they are becoming increasingly frustrated with companies ignoring their wishes, which appears to be common with 79.1% of unsuccessful applicants not receiving feedback from employers and only 9% receiving feedback that is actually helpful (Crispin survey of over 100 American companies). But how will it benefit you as an employer?

Future Candidates

If it’s clear that a candidate has prepared well for your interview but is simply missing some qualities you’re looking for or let their nerves get to them, then simply dismissing them completely will not benefit them or you as a business. By changing your recruiting strategy and making the effort to provide them with some direct and personal feedback, you give them the opportunity to improve their weaknesses and add to their strengths. This can then potentially mould them into a suitable candidate if/when they reapply through your recruitment services. Thus your guidance could help to create an extremely hireable candidate which will not only provide your business with more high quality employees, but proves you to be a caring and considerate company who is happy to help.

Word-of-Mouth

Thanks to the power of the internet and the hype surrounding social media, bad news now travels faster than ever. In fact a survey on mysteryapplicant.com found that 64% of candidates will use social media to tell others about their job application experience. Therefore if you provide a poor experience, you’re leading yourself into the firing line. Websites such as Glassdoor allow people to leave comments and reviews about their experiences, good or bad. No doubt you would much prefer the comments made on these sites to be positive rather than negative. The more positive and helpful both your experience and feedback is, the more talent you’re going to attract to your company. Provide a negative experience however and you will find word-of-mouth causes many people to be deterred from buying your products, using your services or applying for your vacancies.

What Information Should You Provide?

Rather than sending a generic email to all of your unsuccessful applicants with very limited detail, there are certain rules you can follow to ensure your feedback is genuinely useful:

  • Be reasonable – when suggesting improvements for their performance or skills make sure you’re being realistic and these are changes that are possible for the candidate to actually make.
  • Be honest – if you’re not truthful about what it is exactly about their skills or experience that is unsuitable for the role, then you will leave your candidate confused. Furthermore, if you think the skills they possess would be better suited to another role then be sure to mention this.
  • Give examples – throughout your feedback make sure you refer to comments made by the candidate in the interview so they understand how you’ve interpreted the information they provided. This will prevent or clear up any misunderstandings.
  • Be careful – you need to think about the words and phrases as well as the tone of your voice when you’re providing your feedback. Remember the aim is remain positive.
  • Be personal – make sure the person who provides the feedback is someone the candidate met during their interview. This ensures that the experience is more personal and direct.